3 Secrets to Reducing Your Employee Churn Rate

Reduce your employee churn rate with these tips.

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Despite this, only 44% of companies offer a mentorship scheme.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

  • How employees feel about the working environment
  • What their commute is like
  • What their relationship is like with their manager
  • How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

When an employee speaks highly of you when they leave, they’re more likely to return for a future position, or even to recommend roles to their friends and family. Since referrals are one of the best ways to hire the right person for the job, this can make a huge difference to your hiring process, and further improving your employer brand.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

Want more tips on how to create a better employee experience?

Our white paper looks at how automated scheduling and calendar sync can create a better experience for employees, businesses, and software developers. Download your copy today!

Source: 3 Secrets to Reducing Your Employee Churn Rate | The Cronofy Blog

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Build an Employee Referral Program in 4 Easy Steps

In this blog post, you will learn how to build an effective employee referral program in 4 easy steps!

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How to build an effective employee referral program?

Thinking about building an employee referral program for your company?

Congratulations!

You are on your way to find qualified candidates easier, faster and cheaper!  

Employee referral programs can significantly improve your time, cost and quality of hire.

However, to achieve the highest return on investment (ROI) of your employee referral program, you need to build an effective, structured employee referral program.

In this article, you will learn how to do that in 4 easy steps!

4 easy steps for building an effective employee referral program

Here are the 4 steps for building an effective employee referral program:

Step #1: Plan

First, you need to understand and define your hiring needs and resources.
Then you need to set up specific, measurable and time-bound goals.

Finally, you need to allocate all the resources you will need to set up your employee referral program and achieve your goals

Step #2: Design

Make a life a lot easier for your hiring team and your employees by automating your employee referral process. Modern Applicant Tracking Systems have built-in automated employee referral programs.

Next, you need to make the rules of your employee referral program clear, consistent, transparent and fair by setting up an official employee referral program policy that will contain all the rules in one place.

Finally, you need to design an effective employee referral bonus program.

Step #3: Promote

Organize a special event to introduce an employee referral program to your employees or simply have your CEO announce your new program in the regular all-hands company meeting.

To keep your employee engaged, create specialized campaigns to promote your employee referral programs.
Organize employee referral parties, include a note about your employee referral program in your company newsletter, print out employee referral posters, etc.

Step #4: Maintain

Make sure you recognize the effort of your employees and show your appreciation.  

for their contribution to your company. Reward them and celebrate each and every successful hire made through employee referrals.

It is also important to track and measure the results of your employee referral program.

Analyzing your results will also help you discern your best practices and bottlenecks.

4 Companies With the Best Employee Referral Awards

How do successful companies motivate their employees to take part in employee referral programs? Discover the secrets of the 4 companies with the best employee referral awards!

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Employee referral awards: A perk or a necessity?

Let’s make one thing clear – great employee referral awards are not just another, cool perk that big brands use to showcase their Employer Brand.

Great employee referral awards are a necessity if you want to motivate your employees to take part in your employee referral program.

It is not enough to simply setup up a structured employee referral program.

Yeah, you as an HR professional might be excited about your brand new employee referral program because you know it can significantly improve time, cost and quality of hire.

However, your employees won’t share your excitement if you don’t lure them in with some great employee referral incentives!

So what type of employee referral awards work best?

Let’s take a look at the industry best practices.

4 companies with the best employee referral awards

1. Google

Google found out that giving its employees trips to Hawaii is better than offering them a $1M employee referral cash bonuses.

It may not be the first thing that comes to your mind, or even your employees’ mind when you ask them what they would like.

However, according to Google, it is what makes employees happier than cash incentives.

➡️ Key takeaway:

Test out Google’s best practice with your own employees!

Although your company probably can’t afford to send your employees to Hawaii, look or a more affordable trip option you can offer your employees.  

2. DigitalOcean

DigitalOcean launched its new referrals incentive structure in May 2017.

For each referral candidate who is hired, the referring employee received a $3,500 referral bonus in addition to a $1,500 charitable donation paid by DigitalOcean on the employee’s behalf.

The result? By the end of 2017, 40% of DigitalOcean’s new hires have been acquired through referrals.

➡️ Key takeaway:

Structure your employee referral bonuses to serve a good cause.
Instead of offering a cash prize, offer to make a donation to your employee’s favorite charitable organization.

3. Hewlett Packard Enterprise

Instead of focusing solely on great employee referral awards per se, Hewlett Packard Enterprise builds a culture around it.

They regularly organize company events to honor and publicly recognizes employees who refer qualified candidates.

By recognizing their referring employes as “champions” and celebrating their success, this company achieves a greater employee engagement.

➡️ Key takeaway:

Don’t focus only on your employee referral awards and forget to thank your employees for referring great candidates!  Even if their candidate doesn’t end up hired in the end, you should still think of a way to thank them for their time and effort.

4. Distillery

Distillery is a software development company that has struggled to find and attract highly-qualified software developers.

This is why they turned to their current software developers and asked them to recommend great candidates.

Along the way, they discovered that their employees are most motivated when offered new gadgets such as a new iPhone or Apple watch.

➡️ Key takeaway:

There is no universal best type of employee referral bonuses that works for every company and every employee. You need to do your research and find out what works best for your own employees

Looking for more employee referral award ideas?

In this blog post, we presented 4 companies with the best employee referral awards.

Hopefully, they inspired you and helped you come up with great ideas for your own employee referral awards!

Still looking for that perfect employee referral award?
Check out our list of the top 50 employee referral reward ideas!

How to Build a Successful eCommerce Brand

We live in a world of global trading, a world where eCommerce is on a perpetual upward trajectory, fuelled by an ever-increasing demand for goods of all shapes and sizes in a seemingly endless marketplace. This is truly the dawn of a new age for entrepreneurship, as nowadays everyone and anyone with a solid Wi-Fi connection and a laptop can launch and grow their online store, and establish a global reputation.

That said, the eCommerce market is an extremely populated one – some might deem it oversaturated as well – which begs the need for a unique approach to branding, marketing, and positioning in order to set yourself apart from the competition. Acquiring loyal customers requires meticulous preparation and effective implementation, so here is your essential guide to building a successful eCommerce brand that will pave the road to a prosperous future in the industry.

Make it personal

In a sea of mediocrity and monotony, an expansive marketplace where every online store resembles the other and customers have no real way of distinguishing between brands, there is an imperative to build something truly unique and different, something that will resonate with the hearts and minds of your demographic. And your best bet is to create a personal brand people will know and love.

Now, a personal brand can take numerous forms, and even if you don’t want to base the brand’s personality on your own story, you do you want a smiling face and a friendly voice to be the key portrayers of your business. Why? Because in a sea of corporations looking to make a quick buck, people will want to connect and develop a relationship with an image that is relatable, personal, and trustworthy.

So instead of going for the shotgun approach and creating yet another online store that bears no unique trait whatsoever, focus on tailoring a story and an image based on relatable values, a brand your audience will want to be a part of, and share across the online universe.

Find your niche and USP

Of course, a brand cannot hope to find its unique voice and visuals without first discovering its most prospective niche, probing deep into the habits of its target demographic, and establishing its unique selling proposition. In a world of hot commodities and ever-changing trends, you want to find a lucrative and prospective niche, preferably one that will allow you to grow and not get overwhelmed by the sheer number of competitors.

Finding such a niche is not an easy task. Hot commodities such as tech might seem appealing, but the competition is so vast that you might never achieve the success you dream of. But regardless if you choose to sell smart gadgets or baby accessories, you need to develop your unique selling proposition in order to solidify your standing in the market, and motivate people to join your brand.

Design, integration, simplicity

When it comes to building success in the eCommerce arena, website design will play a vital, if not the key role. Your entire business depends on the development and implementation of a strong, recognisable brand. That’s why your online presentation needs to portray this in the best way possible.

Take the Australian eCommerce market as a prime example of the importance of branding, and try to implement their methods into your own strategy. Companies specialising in website development in Sydney and other entrepreneurial centres in the country give priority to meticulous web design that does not only speak the true language of your brand, but boasts full integration, including mobile optimization and transparency. This way, you will win over the crowd with an amazing design, but by keeping it transparent, optimised, and simple, you can even speed up the decision-making process and boost conversions.

Prioritise customer experience

Another crucial element that will define the future of your online business is customer experience. The fate of your business literally depends on the positive to negative feedback ratio, and as a growth-oriented company trying to outpace the competition, you cannot afford to receive any negative feedback.

This is why you need to develop effective channels of communication with your demographic, work on continuously improving your processes, and act on valuable customer feedback in order to drive innovation. Not only will this boost your brand recognition and customer loyalty, but you will be able to always stay one step ahead of the competition as well.

Create stellar content

Last but not least, it’s important to recognize the power and potential of content marketing. Just because what you’re selling is inherently appealing to the public, or because it’s something everyone needs doesn’t mean that your products shouldn’t have a unique story, message, and support a certain set of values.

Remember, a product without a creative description or story is just another product on the web, but if you give it a unique name and a purpose, people will have something to connect with on a deeper level, and thus become your lifelong customers. They will become a part of your brand.

In the overly competitive eCommerce arena, you cannot afford to lose time and money trying to beat your peers. Instead, you need to focus on the consumer, and create a brand your target demographic will connect with on an emotional level. Only this way will you be able to pave the road to long-term success in the online world.

8 Most Important Employee Referral Statistics

Here is the list of the 8 most important employee referral statistics you should know!

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What’s all the fuss about employee referral programs?

Employee referral programs have become on of the most popular recruiting strategies for finding qualified candidates.

It has been argued that every company should have an employee referral program.

However, implementing an effective employee referral program is not as easy as posting jobs on job boards.

It takes a significantly greater amount of time and effort.

So is it worth it?

Let’s have a look at the data!

List of the 8 most important employee referral statistics

Here is the list of the 8 most important employee referral statistics:

1. Employee referrals have the highest ROI

  • 82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI). (Source: CareerBuilder)

2. Employee referrals reduce time to hire

  • Referred candidates are 55% faster to hire, compared with employees sourced through career sites. (Source: HR technologist)

3. Employee referrals reduce cost per hire

  • Employee referral programs can save companies $3,000 or more per hire! (Source: Recruiter.com)

4. Employee referrals improve the quality of hire

5. Employee referrals reduce the turnover rate

  • After two years, retention of referred employees is 45% compared to 20% from job boards. (Source: FirstBird)

6. Employee referrals generate more profit

Employees who were hired through referral programs produce 25% more profit for their companies than new hires hired via other sources. (Source: FirstBird)

7. Employee referrals improve offer acceptance rate

Referred candidates are more likely to accept your job offer by a statistically significant 2.6-6.6 percent. (Source: Glassdoor)

8. Employee referrals bonus costs

Does your company have the effective Employee Referral Program?

These statistics build a compelling case for having an employee referral program.

Compared with other recruiting strategies (such as job boards, career sites, etc.), employee referral programs have the highest return on investment (ROI).  

Employee referrals are a great way to improve your time, cost and quality of hire.

If your company still doesn’t have an effective employee referral program, you’re way behind.

But don’t worry, you can get back on track in no time – check out our Guide for setting up an effective employee referral program and start building your own employee referral program today!

Build Your High-Performance Airport Organization With The 4th Human Capital Management For Airports Summit 2018!

Equip Global-Human Capital Management for Airports Summit 2018.jpgEquip Global’s 4th Human Capital Management for Airports Summit 2018 aims to help HR and Business Units thrive in this ever-changing business landscape as airports will share case studies on how you can build effective communication modelsevaluate and restructure your current Human Capital policies and practices in order to thrive in this increasingly digitized and fast-moving workforce, alongside with exclusive case studies that will showcase success stories of the different talent acquisition programs that airports globally are currently adopting. MORE…

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Key Attendee’s profile:

  • Human Resource/HR
  • Human Capital
  • Talent Management/Development
  • Organizational Development
  • Performance Management
  • Compensation & Benefits
  • Rewards
  • All Departments/Line Managers
  • C Level Executive

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** Complete your learning experience with 5 separately ticketed workshops and gain deeper insights for all your business/professional needs!

^^ Get your complimentary copy of the conference brochure HERE or simply email to enquiry@equip-global.com.

Highly Effective Tips for Business Success for Startups

Highly Effective Tips for Business Success for Startups

“Starting your own business is like riding a roller coaster. There are highs and lows and every turn you take is another twist. The lows are really low, but the highs can be really high. You have to be strong, keep your stomach tight, and ride along with the roller coaster that you started.” – Lindsay Manseau, Photographer and Entrepreneur

According to the Nettyfeed, there are over 28 million small businesses in the U.S. However, the problem is almost 50% of startups fail during the first year. And the chances of reaching the end of the road only increase with each year on the market.

But why do so many companies face the risk of failure? The answer is not so simple although it all comes down to the issues entrepreneurs haven’t anticipated. So in order to get acquainted with corporate requirements and preventing possible business threats, we offer you a list of highly effective tips to help you secure the startup success and enhanced growth.

Know Your Goals

One of the biggest reasons why small businesses fail is because they didn’t research market demands. Before anything else, entrepreneurs need to be familiar with the industry, target audience, and competition. Who is your perfect customer? How are your products or services different from the rest? What is the ultimate business objective? And is the time for launching your business right?

Offer People a Deal They Can’t Refuse    

When first starting out, it’s important to offer quality. The business should be built around consumers because they are the backbone of every successful brand. Instead of focusing on sales, research what people need in the moment and then invest and promote deals customers will prefer.

Don’t be Afraid to Outsource     

Outsourcing has become the industry standard. Nowadays, those who wish to reduce costs, enhance customer experiences with the business, increase productivity and improve the quality of products and services in general, turn to outsourcing. Outsourcing back office operations, front office processes and marketing business processes are the main and highly rewarding options startups should definitely include in their business plan once the company begins to gain a broader awareness.

Keep a Close Eye on Cash Flow

The major liability that can ruin both a small business and a large enterprise is cash flow. As according to Nelson, a real estate business owner,  you need to have a clear idea of where the money goes and why. The business expenditure should be aligned with the main objectives while retaining a portion for unplanned situations. In other words, keep in touch with your accountant and have backup cash reserves as a safety cushion in case of shortfalls.   

Surround Yourself with a Motivated Team

The employee expertise is equally important as their motivation to complete tasks on time. Look at your staff as a well-oiled machine working towards a common goal which is, you guessed it, business successes. However, don’t forget that they are also people with hopes and dreams. Meaning you need to treat them with respect, include them in every step of the way, and provide opportunities for further occupational growth.

Share Your Success

It’s crucial to be transparent with your employees and customers. People feel more related and open to entrepreneurs who are not afraid to share their successes stories. Not only that transparency could help you raise productivity, but it can also build the necessary trust between a business and its audience. Plus, exchanging stories and listening to other ideas provides a chance to learn something new and to form loyal relationships along the way.

Leverage Technology into Your Advantage

Automation is the key to optimizing business processes. Digital technology and mighty software solutions can help to prevent human errors, enhance collaboration across departments, and better engage consumers. The good news is that you can take advantage of free online programs and affordable systems specifically designed to support SMBs. Just be sure you are picking the right tool for your business. Identify areas within your company that consume a lot of time and effort and use them as references.     

Learn to Move On

Taking care of every single thing and micromanaging projects can be stressful and damaging for the business. Some mistakes are bound to happen but if you want to overcome bumps on the road, learn to move on and trust your team to efficiently complete tasks. To put it simply, learn from mistakes but don’t fixate on problems.

Meet Your Investors

The majority of startups require investments to kick the business off. If you can relate, it’s recommended to find out what investors prefer and where can you find them. Doing online research is a good start, but still, work your way up in the entrepreneurial community and get involved on social media platforms. But before you contact investors, try finding or getting in touch with your mentors. They can tell you if your idea needs some touch-ups and prep you with the essentials investors expect to get from thriving entrepreneurs.  

 

Final Thoughts

“What I learned from Rockefeller that’s off-the-hook important is: You need to know exactly where you stand in a business at all times. Measure everything, because everything that is measured and watched improves.” – Bob Parson, GoDaddy Founder

All you need to succeed is a strategic head and a passionate heart. You need to be aware of everything that’s going on with your business at every moment. However, that doesn’t mean you should be too controlling and focused on every single detail.

Also, once the company experience successes, try not to become greedy. Remember, if you build your business on knowledge, respect, and a well-designed strategy, you will diminish the risk of becoming just one of the businesses who couldn’t keep up with evolving market requirements. Good luck!

Objection Handling – Objections are Not Rejections (Infographic)

Objections are not rejections, but it requires a long time to practice on how to handle rejections from your clients and customers. The business industry is full of competitive people that are firm in targeting customers loyalty by building relationships through advertisements and other marketing strategies. To conquer the battle that is already on hand with this kind of industry, equipped with how to handle your glory and defeats.

The key to cultivating a professional ground within your business and customers is to have an objective kind of approach towards objections, rather than winning personal or emotional attitudes towards your customers. The best thing to further understand what your customers and client’s objects with is to listen first to their concerns. An effective communicator should first be a good listener, especially when handling clients that are objecting to something. Once the information relayed to you, it is time to clarify the facts by repeating what they have just said. These are just some of the different forms of how to handle objections from your clients or customers, to learn more, check the infographic below created by Healthy Business Builder.

Objection Handling - Objections are NOT Rejections

European organisations and the power of payroll

A recent survey by HR and payroll service provider, SD Worx, revealed that out of 1,500 respondents from nine European countries, 87% of business leaders are now asking for employee data to inform business decisions. Whereas payroll data has previously been seen as only an administrative function, HR and payroll data is now being regularly used by business leaders.

This is great news for HR and payroll teams, and for the business as a whole. By using payroll insights in the boardroom, organisations can gain a better understanding of employee engagement, retention, and churn. Payroll data can undoubtedly be more than just static data, as it can be used to provide useful, strategic insights that can affect the progression of the business and its employees.

Out of the surveyed countries (the UK, Ireland, France, Germany, Switzerland, the Netherlands, Austria, Luxembourg and Belgium), business leaders in the Netherlands are most likely to use payroll data to inform business decisions (94%), with Ireland (93%) and the UK (89%) close behind. It’s reassuring that business leaders and payroll departments seem to be taking a more collaborative approach when it comes to payroll, rather than working in silos.

In terms of the frequency that payroll data is being used by business leaders, over half of surveyed organisations had used payroll data within the last month, and a quarter in the last seven days. By collating and analysing payroll data frequently, organisations can stay up to date with the trends and requirements of the organisation, and will consequently have a better insight into the business.

However, how easy is it for HR and payroll teams to provide data to business leaders? The survey found that 40% of HR and payroll professionals find it ‘difficult’ or ‘very difficult’ to provide the data. This difficulty can be due to a variety of reasons, whether due to problems with internal communication, or whether collating the data into a report is challenging.

The survey also revealed that the biggest challenges in international payroll are multiple systems (45%) and compliance (40%), followed by confusing data (31%). With so much valuable and sensitive data in the HR and payroll department, it is unsurprising that challenges are still present in organisations, but this needs to be addressed to allow the collaboration to continue and flourish.

Although these challenges still exist, technology will likely be used to minimise them. The survey found that 61% of respondents think that blockchain will be either important or critical in the HR and payroll industry, and 63% predict that artificial intelligence and automation will also be either important or critical. The advancement of technology will only continue to grow in coming years, and the HR and payroll department will be ready to embrace it.

It’s encouraging to see that the power of payroll is being understood and embraced in businesses around Europe. Rather than dismissing payroll data as useless and static data, business leaders need to continue to see the value of payroll, and ensure that the challenges in the HR and payroll department are minimised and addressed.

8 Quick Tips for Writing Great Job Requirements

Not enough qualified candidates? Too many unqualified applications? You can easily fix this problem by tweaking your job requirements!  Learn how with this great quick tips!

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Improve your job requirements to attract better candidates

Are your job postings (job ads) attracting too many unqualified candidates, and not nearly enough qualified ones?

Before investing a lot of time and money in implementing shiny new recruiting strategies aimed at attracting talent, you should first examine your job requirements.

Job requirements are part of your job ads that state the qualifications and skills necessary for a certain position.

Job requirements should clearly state what an employer is looking for.

That way, potential candidates can know what is required of them before applying.

If they match all the job requirements criteria, it means they are a good fit for a job and they have a chance of actually getting it.

On the other hand, if they don’t match the job requirements criteria, they probably shouldn’t waste their time applying, because they have a little chance of getting the job.  

Thus, by laying out clearly defined job requirements, employers can attract the right of type candidates.

Over or under qualified candidates will be turned away from applying, thus saving employers a lot of time and money in the long run.

How to write job requirements?

Contrary to popular practice, writing great job requirements is more than just copy-pasting the “Qualifications and skills” part of your job description templates.

To write efficient job requirements, you should combine your job description with your candidate persona and choose the most important, key qualifications and skills desired in your perfect candidate.

Tips for writing great job requirements

Here are 8 quick tips for improving your job requirements:

Tip #1: Use bullet points

Improve the readability of your job requirements by listing them in a form of bullet-points.

Tip #2: Keep it short

The best practice is to list no more than 7 bullet points.

Tip #3: Separate must-haves from nice-to-have

You “must haves” should entail only the essential qualification needed to be considered for the job. Separate them from the additional “nice to haves”.

Tip #4: Focus on your candidates

Don’t state your company’s demands. Instead, tell your potential candidates how working at your company can benefit them.

Tip #5: Use everyday language

Use the simple, everyday language and conversational phrases.

Tip #6: Use the right tone of voice

Make sure you use the tone appropriate for your Employer Brand.

Tip #7: Personalize

Your requirements should aim to attract your perfect candidates.

Tip #8: Be specific

Be as specific as you can – avoid vague descriptions and stick with plain and simple wording.

Job requirements: Key takeaways

Job requirements are “must haves” that an employer is looking for in a candidate for a certain job position.
Contrary to popular beliefs, job requirements aren’t just a list of specific qualifications, education, knowledge and skills needed for a particular position.

Job requirements are a great opportunity to showcase your Employer Brand and company culture and attract the best candidates!